Corporate Culture

Monday, June 20, 2016

In business, one of the most important factors is to always
be mindful of customer feedback. Customer reviews are a type of feedback in
which your customers and clients inform you about the quality of work or
services you are providing, thereby giving you the information you need to
better your product and company. But what if the feedback isn’t positive?

When a negative review appears, the prudent move is to
respond to it. Shrugging it off is understandable, especially if the complaints
are outlandish or unwarranted, but leaving them unanswered could also bear negative
consequences. By failing to acknowledge and address negative reviews, business
owners may unwillingly communicate to present and future customers that their
satisfaction is not important.

Such negative reviews should not be met with hostility
either. Even if the review is harsh or even personal, the practical thing to do
is to respond quickly with compassion and understanding. Remember that a
customer is allowed to be upset, and it’s your job as a service or product
provider to meet their expectations. Sometimes all a disgruntled customer needs
is to be heard; so don’t be afraid to apologize if an apology is needed.

Receiving bad reviews is never easy, but if handled well,
such feedback can be turned into opportunities to improve and make your
business better and stronger than before.

A resident of Philadelphia, Pennsylvania, R. Bruce
Dalglish has served as the Chairman and CEO of Alliance Hospice and All Caring Hospice since 2005. In this
role, Bruce Dalglish oversees the development and strategic direction of both
companies. From 2008 – 2013, Bruce Dalglish served on the Public Policy
Committee of the National Hospice and Palliative Care Organization (NHPCO).

Tuesday, June 7, 2016

An important component of corporate culture is the type of benefits
you offer your employees.

Perks, which is short for perquisites, are privileges
granted to your employees in addition to their salaries and benefits. Traditionally,
some perks have included healthcare plans and vacation time, but now companies
are creating new perks to offer their employees.

Today, perks have evolved and diversified to include such
benefits as complementary lunches, personal trainers and business “free time,” during
which employees are allowed to do personalized research and in-house education
programs. These incentives may seem outlandish, but they are proven to increase
productivity, raise employee happiness, entice attractive new hires, and
increase retention.

Perks don’t have to be large and costly to the organization;
they can be simple things, such as a coffee maker in the employee lounge, a
stocked refrigerator, or reserved parking. These little things can add up to
making a big difference in your recruiting process. In other words, having
desirable perks may be the ticket to attracting desirable employees.

A
resident of Philadelphia, Pennsylvania, R. Bruce Dalglish has served as the Chairman and CEO of Alliance Hospice and All Caring Hospice since 2005. In this role,
Bruce Dalglish oversees the development and strategic direction of both
companies. From 2008 – 2013, Bruce Dalglish served on the Public Policy
Committee of the National Hospice and Palliative Care Organization
(NHPCO).

Tuesday, May 24, 2016

A proper corporate culture is instrumental in any
business’ long-term success. That is why it’s important to recognize your
organization’s own culture and perfect it.

It is not difficult to create a corporate culture of
your very own. Harvard Business Review
recently published a new article describing
the six components of a great corporate culture. Those components are: 1) A
strong mission statement, 2) A clearly articulated set of values, 3) Practices
that mirror these values, 4) People who express these values, 5) A unique
narrative, or origin story, and 6) An open floor plan.

There are more components besides the ones mentioned
above, but those six should provide any business with a solid enough foundation
to develop their own corporate culture.

Your corporate culture does not only define how your
employees interact with your clients but also how they interact with one
another. Remember that every employee is a representation of your business, and
if an employee isn’t expressing your values, then they may not be a proper fit
for your organization.

A
resident of Philadelphia, Pennsylvania, R. Bruce Dalglish has served as the Chairman and CEO of Alliance Hospice and All Caring Hospice since 2005. In this role,
Bruce Dalglish oversees the development and strategic direction of both
companies. From 2008 – 2013, Bruce Dalglish served on the Public Policy
Committee of the National Hospice and Palliative Care Organization
(NHPCO).

Tuesday, May 10, 2016

Assembling the right team for the job is essential to the
success of your organization. This is why special attention must be paid to the
way you select and hire your employees.

Besides confirming the essential job qualifications of your
candidates, it is important to look at whether the potential employee will be a
good fit in your company’s corporate culture. Members of truly great and
effective teams work in synergy with each other. This, in turn, requires
everyone to be able to communicate freely and share the common vision for the
company.

Your job candidate may have all the necessary skills and
experience required to do the job, but if he or she does not fit well within
your organization’s established cultural norms, you should look elsewhere.
Assembling the right team for your company will require you to look beyond
resumes and recommendations. Remember, the people you hire today will be
essential for moving your organization forward for years to come.

A resident of Philadelphia, Pennsylvania, R. Bruce
Dalglish has served as the Chairman and CEO of Alliance Hospice and All Caring Hospice since 2005. In this
role, Bruce Dalglish oversees the development and strategic direction of both
companies. From 2008 – 2013, Bruce Dalglish served on the Public Policy
Committee of the National Hospice and Palliative Care Organization
(NHPCO).

Wednesday, April 27, 2016

Don’t think of your organization as a company – think of it
as a team.

On a sports team, each and every individual has a specific
assignment and an important role to play. If one team member is down, the rest
of the team will rally to help. The team’s achievements are everyone’s
achievements – and that’s how it should be in a company, as well.

A team is a single organism made up of a lot of small,
integral parts - and it is the same with a company. Every single team member
should understand how the parts work together to make a whole, and, similarly,
every team member should be invested in the success of the team. Just as
hogging the ball is frowned upon in sports, so should hogging the credit in
work.

A team is greater than the sum of its parts. When a team
works together, that’s when great things happen. In fact, it is ONLY when a
team works together seamlessly that it can achieve its full potential.

When you think of your organization as a team, it helps to
unlock that potential so that your company can achieve great things.

A resident of Philadelphia, Pennsylvania, R. Bruce
Dalglish has served as the Chairman and CEO of Alliance Hospice and All Caring Hospice since 2005. In this
role, Bruce Dalglish oversees the development and strategic direction of both
companies. From 2008 – 2013, Bruce Dalglish served on the Public Policy
Committee of the National Hospice and Palliative Care Organization
(NHPCO).